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This article considers the role of social movement allies in Congress in advancing proenvironmental legislation. We argue that compared to sponsors of legislation who hold moderate views, sponsors with extreme ideological positions will be less likely to produce legislation desired by the environmental movement. We also argue that protest and organizational advocacy by constituents will increase the rate at which sponsors enact environmental legislation. Using event history techniques that follow over 12,000 environmental bills from 1973–1996, we find support for the argument that environmental bills are more successful when sponsored by legislators who have environmental voting records closer to the median voter in Congress, compared to bills sponsored by representatives holding more extreme positions. We also find that the number of environmental lobbyist organizations has a positive effect on the speed of enactment of environmental legislation, but that protest by constituents does not affect the speed of the bill's passage.

Field experiments have proliferated throughout the social sciences and have become a mainstay for identifying racial discrimination during the hiring process. To date, field experiments of labor market discrimination have generally drawn their sample of job postings from limited sources, often from a single major online job posting website. While providing a large pool of job postings across labor markets, this narrow sampling procedure leaves open questions about the generalizability of the findings from field experiments of racial discrimination in the extant literature. In this paper, we present evidence from a field experiment examining racial discrimination in the hiring process that draws its sample from two sources: (1) a national online job posting website that aligns with previous research, and (2) a job aggregator service that scrapes the web daily in an effort to obtain all online job postings in the United States. While differing in the types of information they collect, we find the job postings drawn from the two sources result in similar estimates of discrimination against Black applicants. In other words, we do not find evidence that racial discrimination varies by the source of the job posting. We conclude by discussing the implications of these findings for studies of racial discrimination, discrimination along other axes of social difference, as well as field-experimental methods more broadly.